masood ghafari

Today, many organizations meet with many risks to employee development. They are suspicious about return on investment in employee development. Managers expect that developing investments improve employee performance and organizational wellbeing. The organization spent time, cost, and experience on employee development, but the turnover of employees, less of competence, limitation of competence, absence, and leaving the organization cause human resource development risk. The purpose of this research is to review the articles on risks and human resource development. After that, a model of human resource development risk in the knowledge-Based organization was presented. The method of this research is a mixed approach. This mix-method is a developmental and applied study. The model of human resource development risk used was designed based on interviews with 17 experts in this field. To evaluate the model, a fieldwork questionnaire was distributed among 100 experts. The collected data were analyzed via Theme analysis and Structural Equation Modeling. The findings indicate individual dimension is less mentioned in the literature, but it is a high priority for the organizational dimension. perceptual risk, knowledge risk, and behavioral risk are three components of individual risk and human resource environment risk with operational risks are two components of organizational risk. Managers can better analyze via the human resource development risk model in individual and organizational dimensions.